In recent years, there has been a troubling rise in anti-Muslim sentiment and violence both in the United States and globally. Muslim communities have been targeted in hate crimes, workplace discrimination, and systemic exclusion, creating an environment of fear and marginalization.
The ongoing conflicts in various parts of the world have further exacerbated Islamophobic rhetoric, leading to increased bias and hostility against Muslim individuals in professional settings. As workplaces strive to foster inclusivity, it is imperative that companies recognize these challenges and take proactive measures to ensure Muslim employees feel safe, valued, and supported.
Even at the peak of organizations embracing diversity, equity, and inclusion (DEI) initiatives, religious identity—particularly the experiences of Muslim professionals—remained an overlooked aspect. Recent research and lived experiences highlight the challenges Muslim employees face, from workplace discrimination to the pressure to conform. Understanding these issues and implementing inclusive policies can lead to a more equitable work environment for all employees.
Understanding the Muslim Professional Experience
Dr. Nadia Butt’s research, chaired by Dr. Shaista Khilji at George Washington University, in the area of experiences of Muslim professionals highlights the ways in which workers navigate multiple layers of identity shaped by religion, race, gender, and nationality, all of which influence their workplace experiences.
She notes that Muslims are not a monolithic group:
- Muslim employees vary in religious practices, from wearing a hijab to observing dietary restrictions or taking time for prayer.
- Not all Muslim employees have a visibly identifiable appearance or fit a common stereotype of what a Muslim looks like.
- Workplace experiences differ based on racial, ethnic and gender identity—Black Muslims, for instance, often face compounded discrimination.
- Many Muslim professionals are immigrants or children of immigrants, bringing cultural nuances that affect workplace interactions.
- There are several sects in Islam, where traditions, customs and religious practices vary.
Despite legal protections, workplace discrimination against Muslim employees remains prevalent, manifesting in biased hiring practices, microaggressions, and exclusion from professional and social activities.
The Council on American-Islamic Relations (CAIR), received 3,578 complaints during the last three months of 2023, 178 percent increase over previous year. CAIR’s Massachusetts Executive Director, Tahirah Amatul-Wadud, says, “Muslim women, particularly those who wear hijabs, are more frequently scrutinized and subjected to stereotyping.”
In many cases, Muslim professionals feel compelled to conform to workplace norms that may conflict with their beliefs, such as attending events where alcohol is served, simply to maintain social and professional standing. Butt says, “Muslim professionals selectively reveal, conceal, or adapt aspects of their identity through practices like code-switching depending on their environment. They do this to avoid stereotyping and discrimination that can occur due to stigmatization or identity threat.”
Sofia Haq, the Founder and CEO of Muslim Women Professionals (MWP), one of the fastest growing nonprofit organizations highlights the gendered nature of discrimination, with Muslim women encountering unique barriers that impact their career growth and inclusion – both in their interactions with people in and outside their faith community.
All three experts spoke to the burden of educating workplaces on religious norms and accommodations falling on Muslim employees themselves. Many organizations lack policies that acknowledge religious diversity, making it difficult for Muslim professionals to secure accommodations for prayer, fasting, or religious holidays.
Butt points out, for example, Islamic funerals require immediate burial, which necessitates emergency leave—something many workplaces are unprepared for. While companies commonly recognize Christian and Jewish holidays, Muslim observances such as Eid and Ramadan often go unnoticed or are not given the same level of importance. Without proactive education and policies, Muslim employees must repeatedly explain and justify their religious needs, placing an additional emotional and professional burden on them.
Muslim Employees Building Community
Navigating challenges led Haq to found Muslim Women Professionals (MWP) in 2018, to create a space where Muslim women could connect, support each other, and navigate the unique challenges they face at work. She says, “When starting the organization we sent out a survey and found that 77% of Muslim women did not feel supported. Some of the things our members shared included – being called a terrorist by a patient in a medical setting, with no coworkers or supervising doctors stepping in, or hearing rude comments about wearing a hijab, or repeat behavioral boundaries like not consuming alcohol and dietary restrictions.”
From dealing with both gender and religious bias to struggling with career advancement in male-dominated fields, Haq notes that Muslim women often face a double burden.
Through MWP, Haq has built a thriving network that offers mentorship, networking, career workshops, and resources on workplace rights—like how to request religious accommodations. More than just a professional network, MWP is a movement advocating for policies that make workplaces more inclusive while also giving Muslim women the tools and confidence to thrive in their careers.
Recently, MWP launched a Ramadan Toolkit, filled with resources Muslims and allies can utilize to build more awareness about Ramadan in the workplace.
How HR Leaders and Colleagues Can Support Muslim Employees
Implement Clear Religious Accommodation Policies
Butt’s research shows that even well-meaning diversity policies can unintentionally exclude religious minorities by prioritizing secular or Christian-centered norms. To create more inclusive and culturally aware policies, organizations should involve Muslim employees in the decision-making process or seek guidance from religious experts. This approach ensures that workplace policies effectively address the specific needs of the Muslim community while fostering a truly inclusive environment.
- Ensure HR policies explicitly state the right to religious accommodations, including flexible scheduling, prayer spaces, and dietary considerations.
- Provide floating holidays or additional PTO to accommodate non-Christian religious observances.
Update The Dress Code
Policy considerations should address dress codes that do not accommodate religious attire, as these can create barriers for Muslim professionals. Research highlights that structural biases often appear in subtle ways, including workplace dress codes that fail to account for religious clothing. Such policies may compel Muslim employees to choose between adhering to their religious values or conforming to professional standards that do not reflect their cultural and religious identity, potentially leading to perceptions of unprofessionalism.
Foster an Inclusive and Safe Workplace Culture
Creating a truly inclusive workplace goes beyond simply hiring diverse talent—it requires fostering a culture where all employees feel valued, respected, and supported. For Muslim professionals, this means addressing biases, ensuring equitable opportunities for growth, and creating spaces for open dialogue about religious diversity.
- Conduct bias training for hiring managers to prevent discrimination against Muslim candidates.
- Evaluate promotion patterns to ensure Muslim employees are receiving equitable opportunities.
- Encourage open dialogue about religious diversity through employee resource groups (ERGs) or inclusion councils.
- Train managers and employees on recognizing and addressing microaggressions and unconscious bias.
- Provide anonymous channels for reporting religious discrimination.
Support and Recognize Muslim Employees Beyond Ramadan
Amatul-Wadud suggests organizations build structures beyond Ramadan to support employees, students and community at large.
- While Ramadan is a key time for accommodations, inclusion should be year-round.
- Include Muslim employees during planning conversations and social gathering discussions.
- Acknowledge key Islamic holidays and milestones in the same way other religious celebrations are recognized.
- Offer mentorship programs that include Muslim employees, ensuring they have access to sponsorship and career growth opportunities.
Creating an inclusive workplace means acknowledging and addressing the specific challenges faced by Muslim professionals. HR leaders and colleagues can foster equity by implementing inclusive policies, educating themselves, and actively supporting Muslim employees. By doing so, workplaces can move beyond performative DEI efforts and build truly welcoming environments for all employees, regardless of their religious background.